181 episodes

Hire Power Radio was created for entrepreneurs and startup executives to challenge the conventional thinking of how you recruit for your startup and help you avoid common pitfalls that can be detrimental to your success. Learn the ins and outs of winning over the coveted talent your startup needs.

Startups are a wild ride - Hire Power Radio is here to help you through the recruiting hurdles that can make or break your business. Hire smart or your competition will.

We are a LinkedIn Live show that broadcasts every Tuesday at Noon (PST). Thanks for tuning in!

Hire Power Radio Rick Girard: Recruiting, Talent Acquisition, Hiring & HR

    • Entrepreneurship

Hire Power Radio was created for entrepreneurs and startup executives to challenge the conventional thinking of how you recruit for your startup and help you avoid common pitfalls that can be detrimental to your success. Learn the ins and outs of winning over the coveted talent your startup needs.

Startups are a wild ride - Hire Power Radio is here to help you through the recruiting hurdles that can make or break your business. Hire smart or your competition will.

We are a LinkedIn Live show that broadcasts every Tuesday at Noon (PST). Thanks for tuning in!

    Employee Engagement is Driven by Performance Management & Personal Development with Michael Caito

    Employee Engagement is Driven by Performance Management & Personal Development with Michael Caito

    To Cultivate Employee Engagement Focus on Performance Management & Personal Development
    Our guests today: Michael Caito, CEO, Management Action Programs
    Michael and two business partners launched Restaurants on the Run (ROTR) with a mere $6,000. His company experienced explosive growth after Michael attended a workshop hosted by Management Action Programs (MAP). 
    After selling the business valued at 12x EBITDA, Michael seized an almost uncanny opportunity to purchase the very coaching firm that helped transform his own leadership and business development. He bought MAP in December 2017 and is now, serving as its CEO. 
    Michael both gives back and pays forward what he learns: He has been a member of Entrepreneurs’ Organization and has served as its past Global Chairman. The balance truly matters, too, fueling his unstoppable energy, direction and focus, a discipline that transpires into positive action, producing results both on the job and at home.
    Today we discuss:
    Performance management & development: what is it? Why should it matter to me?
    5 steps to building a stronger organization
    The roots of a successful company (engaged team) start with your hiring process
    Snapshot of how things are done 
    Demonstrates your commitment to performance 
    Challenge today
    Staying focused on what is vital today & moving toward innovation
    First the focus was on cash
    Non market forces we can't control
    Moving toward growth & innovation
    It is all about process!
    Fake it till you make it (imposter syndrome)
    Accountability & focus alignment
    Why is this important to the company
    If you are not focused, you are everywhere
    If people are not aligned, how are you getting the best self from your team
    Strategy and not chasing shiny objects
    Rick’s Nuggets
    Growth must be known & demonstrated
    Promoting within first, then gathering referrals
    Focused and deliberate hiring process wins hires
    How do we do it? 
    5 Step process to drive: 
    Accepting reality
    Face the brutal facts of your business. You can't be hopelessly optimistic
    Look at what’s really going on. Outside forces
    Market & non market forces

    Having empathy with your team
    What are your people feeling?
    LISTENING!
    You may just have to fake it. Take the steps to show that you are listening

    Create an envisioned future that people can get behind
    Place that people want to get to
    Picture of where we are trying to go

    Engage your team
    Communication; work together
    Stability plan first, where are we going first
    Where we are going. Prioritize projects that move people forward

    Process in place to hold people accountable
    Cadence of accountability check ins
    Monthly check in at the minimum
    Problem solving exercises
    KPI’s & cascading goal setting system
    Everyone sets goals
    Leader has to have the system in place to align the company. EOS, Gazelle,
    Map One page business plan

    Rick’s Nuggets
    Reality - great companies find a way to grow through difficult times
    Listen - to the people you interview. What’s important to them is what ensures a strong hire
    Engage- coordinate delivery & feedback
    Key Takeaways:
    CEO needs to deep dive on themselves. 360 degree feedback to understand yourself and be vulnerable enough to share. Creates psychological safety with your team. Allows people to bring their best selves. 
    Need a goal setting system in your company. Habits
    Have a coach to hold you accountable. “It takes a village”
    Guest Contacts:
    Website: MAP   Email: map@mapconsulting.com
    TAGS 
    #Michael Caito, #MAP, #Leadership, #Manager, #Howto, #Tedxspeaker, #EO, #Entrepreneurs, #Organization

    • 22 min
    Your Remote Workforce Will be Breached with Chuck & Anne Marie Lerch

    Your Remote Workforce Will be Breached with Chuck & Anne Marie Lerch

    Our guests today: Anne-Marie & Chuck Lerch, Co-Founder & CXO’s of HI Tech Hui
    Chuck heads up Cybersecurity. been the CIO and CTO at numerous companies with great emphasis on security. His passion for secure networks is what led him to his love and vision to bring cybersecurity solutions to the Hawaiian islands.
    Anne Marie is the CXO & Head of Counting Beans. Her love for business strategy and technology is what inspired her to start a consulting company in Hawaii. She specializes in project management for software development projects.
    Today we discuss:
    Why it is important to secure your at home workforce
    Steps to take to mitigate the risk of being hacked
    What are the security risks we are experiencing today with a remote workforce?
    Cyber crime is up over 650%
    Most office workers are working from home
    Companies and workers are ill equipped from a
    Culture Impact
    Technology Impact
    Depression
    Kids at home at same time
    Workers are can be less productive and not pay attention to what they are doing
    Why is this important to the company?
    Money Loss
    Vendor hacks
    Moral Issues
    Productivity Issues
    Management Issues
    Home Issues
    How do we secure our remote workforce?
    First we need to answer some questions and create a plan with our vCISO’s, CTO’s and Project Managers
    Understand what is at stake
    A hack can cost you millions of dollars!

    Depends on Company Budget and Industry
    HITRUST?
    CMMC
    NCUA, FFIEC - 
    Healthcare ?
    Business with the Federal Government
    Banking

    Gap Assessment 
    What are the weaknesses 
    Corporate policies must align with security policies 
    Cybersecurity hygiene
    Passwords -every login needs to have a different password!

    Remediation
    MFA- multi factor authentication
    Education & Monitoring

    Key Takeaways:
    Implement education - security training, be aware so you don't get jacked
    Multifactor
    Securing the cloud infrastructure . secure the endpoints (computers) - configure against shady sites 
    Monitor traffic
    Guest Contacts:
    Websites: HI Tech Hui, LLC or Cyberuptive

    • 20 min
    The Secret Talent Pool of Hiring Veterans with Jerri Rosen

    The Secret Talent Pool of Hiring Veterans with Jerri Rosen

    Today's Guest: Jerri Rosen, Founder & CEO of Working Wardrobes
    Jerri’s organization helps over 5,000 men, women, veterans and young adults each year re-enter the workforce with career development services and professional wardrobing.
    Today we are discussing:
    The hidden gem that is the veteran pool
    How to find and hire veterans to diversify your talent pool
    Why Companies don't actively seek to hire veterans?
    Bias
    Think they all have ptsd
    Not knowing the value of the training that vets get in the military
    Not knowing the true value
    Too much bad press 
    Painting with a brush that is very negative
    Vets fall on hard times because they miss the discipline/brotherhood
    Why is this important to the company to hire veterans?
    Intense loyalty, when treated with dignity
    Absolutely mission driven
    Path of a veteran
    Make outstanding employees
    Can help recruit -underground network
    How do we find and hire veteran talent? Decide to hire outside your comfort zone
    Outstanding, dedicated people
    Finding Vets
    Active duty national guard or reserves (highly under employed)
    Vet spouses, 
    Military connection through working wardrobes, on your own
    Vetnet team
    Interviewing & Hiring 
    Understand a MOS- military status
    Translate what was done in the military to civilian language
    Look past the acronyms

    Look for the passion & talents 
    Experience & gravity of the work 
    Look past the stoic demeanor
    Recognize that task at hand/orders need to shift to a “going above and beyond” mindset
    Requires a bit of patience 

    Hire as normal
    Understand that everything was provided for them in the military
    Learning to operate in a very different world & culture
    Different level of expectations 
    Rick’s Nuggets
    Dig deeper on what work was done and look for transferable skills to justify 
    Key Takeaways:
    Veterans become a much better employee 
    Veterans also bring a network of additional talent
    Looking to hire veterans, WW can be the one stop shop. Hidden Talent Pool!
    Working Wardrobes is Rebuilding Careers, and we’ve teamed up with Hire Power Radio Show & Podcast to support this initiative.The Hire Power Radio team has created limited edition shirts, the proceeds of which benefit Working Wardrobes. Together we can make a small dent in reeducating, coaching and providing resources for our transitioning veterans, professionals and workers affected by the current world landscape.
    Get yours here: T-shirts
    Guest Contact:
    Website: Working Wardrobes
    Office Number: 714-210-2460
     

    • 22 min
    Your Local Hiring Market is Going to Disappear! Bradley Clark

    Your Local Hiring Market is Going to Disappear! Bradley Clark

    Local hiring market is now gone!  Guess what! Today, your best people will be hired outside your geographical location.
    Our guest today: Bradley Clark, Co-Founder & Product Strategy of RecTxt
    Bradley Clark, who is both a recruitment leader and an actual entrepreneur himself. He’s the Co-Founder of Rectxt, a text recruiting platform, and after a long consulting career working with organizations like Samsung R&D, Boeing Labs, Plenty of Fish, Best Buy, he’s now leading recruitment at Article. 
    Being on both the front line and talking to a number of companies and recruiters, with COVID and Work from anywhere -  he’s seeing this rapidly emerging trend of where top local talent is getting scooped up from outside the market. 
    Today we are discussing:
    Why your local talent pool will continue to dry up
    How to counter this trend and give your company a competitive edge
    Challenge today?
    Candidate experience is consumer behavior. People do have a lot of buying power right now. With remote, you are able to buy anywhere right now.
    Hiring local talent is now more competitive. Remote work will decimate your local hiring market. Already seeing it happen. Organizations say - work anywhere! Precedence to work anywhere led by tech giants.
    Why is this important to the company?
    The best people in your local area, are going to be out of your market
    Transactional market/process will out bid you!
    Disrupt smaller markets
    Local discount is over

    Rick’s Nuggets
    Work from home has opened the flood gates
    Adjust your mindset and start adjusting your processes:
    Focus on growing your own talent
    Finding ways to build your own people
    Making them committed to you
    Rewards & recognition (your cool office, and office based perks are no longer valuable, mental health is important)

    Focus on Keeping them
    Engagement 
    What the work looks like and the meaning of that work
    Flexibility & shift to output based

    Interview process as a promoter rather than a bouncer
    Mindshift change
    Rather than no… who do I say yes to?
    Speed & decisiveness
    Pre-interview process
    Understanding what the problem really is that they are trying to solve.
    What skills are needed to solve that problem
    Define what the person is really needed to do
    You need to be able to identify the “what and why”


    Interview process
    Focus on the “how & when”
    Selling the problem, how it is good for them
    Identify people that want to be a Big fish in a small pond
    Be decisive

    Communication
    Improve both the Speed of communication and keeping an open channel of communication. Get off email, this is why we created Rectxt. 

    Rick’s Nuggets
    Whats in it for me (not you) needs to be all you are con
    Key Takeaways:
    Understand they’re no longer competing locally for top talent, so they’ll have to change to compete (business can’t be the same as always)
    Interview well with knowing what you want, then be decisive 
    if/ when possible grow your own talent, then do everything you can to keep them
    Guest Contact:
    LinkedIn: Bradley Clark
    Website: RecTxt
     

    • 16 min
    Jay Connor: Hiring Now is a Strong Indicator of an Innovative Business

    Jay Connor: Hiring Now is a Strong Indicator of an Innovative Business

    Why Hiring through the pandemic is a strong Indicator of a innovative business.
    “We have all been forced to pivot and now we are weathering the storm”  for most businesses.
    Our guest today: Jay Connor, Founder & CEO of Learning Ovation
    Recognized as an early thought leader in collective impact, Joseph A. “Jay” Connor, JD/MBA, is the Founder and Chief Executive of Learning Ovations, Inc.  The mission animating Learning Ovations is to have all students reading at or above grade level by the end of third grade.
    Jay, a C-suite officer for two separate Fortune 500 corporations, has extensive leadership experience in the business, nonprofit, and public policy arenas.
    Today we are discussing:
    Why you should be hiring NOW
    How to evaluate for the business and skate to the puck
    Challenge today?
    Is this company able to adapt and respond?
    Have a future, capacity to respond to change vs. being changed
    Higher quality people attracted to the company simply because they are hiring
    People are open to talking.
    Not hunkering down during pandemic is a sign that the company will thrive post covid
    Why is this important to the company?
    Expanding & growing in the face of problems 
    Approaches & ways of doing things are more attractive to potential businesses. New approaches are welcome and critical to moving forward in the business.
    Engagement at the strategic level is more accepted today. Requiring employees/people to expand their knowledge base.
    We are in the second wave now and you can't be on the sidelines anymore!
    How do we do it?
    "Skating to where the puck is going to be." - Wayne Gretzky
    Force yourself to ask “what is the opportunity”
    What allows me to be active vs passive?
    What windows are opening up when the doors are closed?

    What do we need to do to skate to that puck?
    Something need to change about what your delivering (product)
    Or way to change about positioning, branding, communication

    What to change about your team?
    Evaluate every person.
    Where will people have to be 6 months from now.
    Top down assessment
    Gives the opportunity to expand & refine
    Decide to grow the workforce with their PPP
    Highest risk position is the status quo!
    Ability to minimize the risk by acting
    Business as usual is NOT viable!
    Start hiring for new competencies (what are we missing?) and values & mission focus!
    Rick’s Nuggets
    Now is the opportunity to double down and be able to attract strong talent
    People are open to talking because of the uncertainty
    Key Takeaways:
    Never too late to pivot. What is the most likely scenario for my business a year from now. Assume that there is not going to be a quick fix. Position for the worst case scenario!
    Do an honest appraisal of the team… Including yourself! Will the people you have be good for the business a year from now. Change is tough
    Guest Contact:
    Website: Learning Ovation
    Social Media: LinkedIn  Facebook  Twitter

    • 23 min
    Kelly Robinson Hijacks The Show! Worst Messages, Job Descriptions & Accountability

    Kelly Robinson Hijacks The Show! Worst Messages, Job Descriptions & Accountability

    Thank you for having me back, but you know the unwritten rule of being on a show three times?
    What's the unwritten rule?
    The unwritten rule being on the show three times is I get to ask you questions today. So I'm taking the laptop.
    So Kelly is hijacking the episode. Is that we're doing?
    I am. I'm hijacking it because I want to be host today. And I want to ask you questions. I want to find out your thoughts on what we can ask or how we can help hiring managers get better?
    This sprung off the ever and Dean scenario where you're pro job board and I'm not pro job board.
    Obviously, I'm pro job board because I've built a business that distributed 40 million jobs a year to different job boards around the world, that was Broadbean. And now what we do is we help companies with their strategy and their tactics to get the most value from every cent they spend on-
    So you're hijacking my show?
    I'm hijacking your show. And I want to ask you some questions. We often talk about the benefits of job boards versus not job boards. And I know your historically a search business. So why are you more inclined to look for a candidate or to go and find somebody proactively than spend money on an ad?
    It depends on the scenario. So I'm biased due to the fact that my searches that we do at my firm tend to be executive hires. And it's a very small targeted amount of people that we're going after. So we target, I've found that the sniper approach works much better than the shotgun approach. Even when I was doing contingency search at the engineering level, I've just been far more effective and made better hires when I've gone out and I've found the person and brought them to the table than when I've farmed somebody off the job board and brought them through the process.
    And have you ever used job boards? Have you ever spent money on them?
    Okay. Yeah, I have. It's been a long time. I have not probably in the past 10 years, but back when I was doing contingency search, that's when we had all the job boards. Essentially, we'd get a job. We'd pull off anybody from any sources we can get them to. And it's just a race to get those out to the company before they either find it on their own or somebody else gets it over to them. And that's the business. That's what it came out.
    In your opinion, you search something that's really only for C level executives or can you use it for any position nowadays?
    No, you can use it for any position. Search is not necessarily scalable when you have 500 roles that are available for any given time. Then it becomes a question of whether or not you have a really strong interview process. No matter what you're hiring for, you should have a really strong interview process. That way, you're bringing people in that essentially fit your culture. They fit into your values, in your organizational structure, and they can provide impact to your company. It doesn't matter where you find them.
    We both agree that there's four ways to fill a job. Where you run some form of search, whether that's electronic or manual, you can use a job board or some sort of advert. You can hire an agency and pay them a fee, 15%, 20%, 25% percent. Or you can use a referral. Now, there are nuances within those, but there are about your four kind of headline ways that you find people for your company. And one of the things that most line managers don't get much advice on is asking for referrals. What would you suggest that hiring managers do in terms of maximizing their referrals for jobs?
    The way in which you ask for referrals is more important than asking referrals. Let me explain. When you reach out to your employees or the people that work for you or people in your network who is good at a particular role or skill set or something to that effect, you can't let them present it. You have to be the one who's contacting that person. I've found that when you put i

    • 14 min

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